Led all HR strategy, as Head of HR and executive team member, for total rewards, talent acquisition, organizational development/learning, employee relations and HRIS. Transformed department to maximize talent, improve efficiency/profitability for over 750 employees and annual revenue of $117M multi-industry organization. Managed $10M HR budget, $62M total rewards and led a team of up to19 staff.• Championed, developed, implemented leadership training and development architecture to provide leadership roadmap framework, focused on competency-based, whole person traditional and non-traditional development methodologies and processes. All executive and mid-level leaders in the organization participated in the program which led to a major cultural shift.• Enhanced the organization's people strategy to attract and retain staff by developing and implemented total rewards programs that increased our employee benefit offerings, enhancing the wellness programs (38% increase in preventive visits) while reducing pharmacy cost by 13% and the overall benefits spend by 8%.• Led a talent acquisition initiative that supported the organization's strategy to foster a diverse and inclusive culture through creating a source recruiting program that increased our diversity applicant pool by 12% year over year.• Partnered with senior Leadership to assess, recommend, and develop key selection/workforce planning, commission/incentive programs, training, and change management programs shifting culture from transactional to a sales/customer service environment. - Increased sales 10% and staffing 25%, with a 37% turnover reduction• Expanded the talent pool for hard to fill positions in the automotive industry through partnering with leaders to develop an on the job mentoring program, which led to career opportunities for staff and a 30% increase in store profit.

Designed and directed total rewards, goal setting, performance management, employee engagement strategy and was a strategic HR business partner for divisional leaders. Oversight for maintenance/upgrade of related HRIS application systems with 7,400 active employees and annual revenue of $1.1B. Managed a team of up to six staff.• Directed preparation and implementation of the annual organization-wide compensation and performance management programs and budget. Managed the development and administration of the management and staff incentive plans.• Led dramatic turnaround of critical nursing shortage and attrition (nearly 50%) that negatively impacted patient care and satisfaction. Analyzed attrition, hiring practices, market competitiveness, nurse engagement, and developed/executed improvement plans that reduced attrition 10%, with 20% revenue growth.- Introduced leadership training that improved communications, coaching and visibility; created nurse career pathing, monetary/nonmonetary awards and professional development opportunities.- Developed behavioral assessment and used peer interviewing to determine nurse level for all new hires.• Partnered with the COO of the Health Plan Division to align performance planning and evaluation with corporate processes. Implemented web-based Goal and Evaluation Management (GEM) system, transforming performance management into integrated/collaborative process, uplifting employee satisfaction and engagement.- Trained mid/senior level leaders on web-based system. Co-Partnered a steering committee to provide guidance/oversight of process transition and reduced employee turnover from 18% to 11%.• Selected by executive team to co-lead, with operational VP, development/implementation of process and timeline enabling executive leaders to identify organizational goals by end of fiscal year.

Internal consultant to management for Forbes Top 500 privately-held company that supports Fortune 1000 companies in understanding, enabling, and motivating employees, partners, and customers. Designed, implemented, administered compensation programs, coached leaders on process, and created tools/processes to identify high potential employees and meet business needs. • Managed re-design of business to business incentive program, competency model and career path for sector sales team increasing team cohesiveness, motivation, and high potential development; reduced operational costs while building customer loyalty.

Business partner for executive team, provided input into strategic planning process and successfully managed compensation, employee relations, performance management, training delivery, management coaching, and OD to drive business results.

Project manager for clients to enable an efficient home buying and selling process.

Organizational Learning and Development Consultant who designed competency models and learning development programs through quantitative/qualitative research that provided a roadmap to assess/develop leaders.